Green Human Resource Management Practices, Employees' Work-Life Balance, and Job Satisfaction

This study examined the relationships among green human resource management (GHRM) practices, work–life balance (WLB), and job satisfaction (JS) among faculty and staff at Nanfang College Guangzhou, a private university in China. Specifically, it assessed the level of GHRM practices in terms of recruitment and selection, training and development, performance management, salary and benefits, and work flexibility. It also determined employees’ levels of work–life balance and job satisfaction and investigated the relationships among the study variables. A quantitative, cross-sectional, survey-correlational research design was employed. Using stratified random sampling, 279 faculty and staff members were selected from a population of 918 employees. Data were collected through a structured questionnaire and analyzed using descriptive statistics, including frequency counts, percentages, means, and standard deviations, as well as Pearson product–moment correlation analysis at a .05 significance level. Results revealed that overall GHRM practices were rated as good (M = 3.36), with performance management obtaining the highest mean score (M = 3.48). Respondents reported somewhat satisfactory levels of work–life balance (M = 3.22) and satisfactory job satisfaction (M = 3.53). Correlation analysis indicated no significant relationship between overall GHRM practices and work–life balance (r = .003, p = .964). Similarly, no significant relationship was found between overall GHRM practices and job satisfaction (r = .058, p = .333), except for salary and benefits, which demonstrated weak but significant positive relationships with selected dimensions of job satisfaction. The findings suggest that compensation-related practices, leadership support, and organizational culture may play more influential roles in enhancing employee well-being and satisfaction than GHRM initiatives alone.